Roles Of HRM

In the past, the role of the administrative department was hiring employees, paying employees and dealing with benefits as at that time these were the functions the businesses needed.

In this generation there are many different roles and responsibilities of the human resource management. Some of the roles and responsibilities are training and development, recruiting, productivity improvement, managing the salary, employee services and strategic planning.

Technology plays an important role in the human resource management. In the past there were only telephones, typewriters and the time clock in order to manage the works of the business and now all the businesses are computerized, managers have to deal with; multimedia, internet, local area

This fast growing concept, HR, has marvelous relevance in the productivity industry since it touches all elements of an organization and monitors the worker experience to keep a business running smoothly. HR is important to organizations in different areas ranging from strategic planning to company image. The areas in which HR maintains control can enhance an employee’s experience throughout the workforce while strengthening business operations. This management of people enables to carry organization successfully: it is all about allowing employees to utilize their qualities in order to fulfil their contribution and role of the organization motive and

As cited in Zellars & Fiorito, 1999), the success of the strategic management process largely depends on the extent to which the HR function is involved. As for the studies researches done in the last decade, employees who fell neglected will increase their absenteeism rate and turnover or will their commitment to their work will decrease. And this will definitely threaten the organization’s survival or at least hinders its success. Therefore it is primordial for an organization to adopt HRM practices that make best use of its employees. The organizations that align their HRM practices with their business strategy will achieve superior outcomes (BAE & Lawler, 1999).

It is obvious that HR management practices should be an integral part of the strategy of any organization: HRM practices could contribute to competitive advantage while reinforcing the skills, attitudes and behaviors that result in lowering costs and enhancing productivity.

Delivering Value through HRM

SHRM is defined as the linking of HRM with strategic goals and objectives in order to improve business performance and develop organizational cultures that foster innovation and flexibility (Truss & Gratton, 1994).

Ulrich (1998) argues that the debate about the added value of the HR function has to focus on what HRM contributes to the business instead of on the activities it does. The value of HRM is not defined by what happens inside